Finance role
Senior Statutory Accountant Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Produce clean NAIC filings by hiring accountants who own the end-to-end statutory process.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
Can you manage the full cycle from the general ledger to NAIC filings? You need someone who owns the Statutory reporting process entirely. Do you prepare quarterly and annual statements independently?
The work requires translating complex reinsurance treaties into accounting entries. They handle the Schedule F and P schedules without manual intervention. Success looks like error-free regulatory submissions on schedule.
Ask how they reconcile ceded and assumed treaty data when broker statements mismatch. Does the candidate handle SSAP changes within current filing software? Can they defend specific accounting treatments to state regulators if questioned?
You must run a precise scope conversation to confirm the candidate handles the total lifecycle of NAIC filings. Do not settle for general month-end close claims. Ask them to walk through the steps taken to bridge GAAP financials to statutory figures. Require them to explain the SSAP guidance that dictates their treatment of reinsurance assets and liabilities. If they cannot explain the underlying logic of a Schedule F adjustment without referencing a template, they are not the right fit. Probe their evidence by asking for a scenario where a regulatory filing was rejected. Listen for how they identified the error, communicated with state regulators, and changed internal controls. A candidate worth hiring shows how they audit their work before it reaches the regulator. If they rely on external consultants for statutory filings, they lack the independence required. Ask how they manage the documentation trail for treaty audits. They must show how they manage data flow from underwriting systems into filing software. Ask them to describe a time when a reinsurance treaty was poorly documented and how they reconstructed the ledger entries for compliance. If they wait for instructions during the reconciliation of broker statements, they are a processor rather than a lead reporter. You need someone who anticipates the data needs of the annual statement before the deadline. They must also define their approach to maintaining compliance when structures shift during an acquisition or reinsurance strategy change. Ask how they test data field integrity in reporting software. Watch for their reaction to deadlines; they should prioritize accuracy and show a clear methodology for reviewing sub-ledgers. If they focus on team size or management instead of technical filing mechanics, they lack the hands-on focus required. Confirm they have managed the full annual statement filing cycle from start to finish.
02
What do we check before you see anyone?
We verify these six technical markers.
Before you meet a candidate we conduct a rigorous scope conversation to determine their exact role in the filing process. We ask them to detail their specific involvement in drafting the annual statement versus simply gathering data for others to review. You must decide between a candidate who functions as an independent technical owner capable of resolving complex treaty discrepancies alone or one who operates within a structured team where they only handle specific schedules. We force candidates to provide evidence of how they resolve missing data points in broker statements during high pressure close periods. If they cannot explain the impact of a specific SSAP guidance change on their previous employer's balance sheet without notes they fail our screen. We prioritize those who demonstrate a history of defending their entries against external audit questions over candidates who rely on established templates to complete their regulatory submissions.
- 01Direct experience with NAIC Annual and Quarterly Statement preparation.
- 02Demonstrated technical proficiency in applying SSAP requirements to financial data.
- 03Hands-on ownership of Schedules F and P including reconciliation workflows.
- 04Experience translating GAAP results into STAT basis figures during the close.
- 05Clear ability to explain the impact of AM Best rating processes on internal reporting.
- 06Specific track record of managing reinsurance program accounting entries.
03
Where do we find them?
We source from insurance finance departments and dedicated statutory reporting teams. We also look at candidates currently in public accounting practices serving insurance audit clients. They move when they hit a ceiling in their current reporting structure. Others move because they seek a broader remit covering multiple lines of business or more complex reinsurance structures. We avoid generalist accountants who lack specific statutory filing history.
04
Which hiring mistakes should you watch for?
- 01Hiring candidates with high-volume general accounting experience but zero NAIC exposure.
- 02Prioritizing software certifications over the ability to perform manual reconciliations during system failures.
- 03Ignoring the lack of reinsurance treaty accounting knowledge during the interview process.
05
The search in three steps
- 01Initial screening validates specific NAIC filing and reinsurance treaty experience.
- 02Interview sessions focus on technical accounting treatment under SSAP.
- 03Final selection follows reference checks on regulatory reporting accuracy.
How your Senior Statutory Accountant search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
Is payment required before I hire an expert to prepare quarterly and annual NAIC filings?
No upfront fee. You pay only if you hire.
How do you define the seniority of this level?
This role manages execution and filings independently. Unlike junior accountants who perform discrete tasks, this person owns the accuracy of the regulatory submission and reports directly to leadership.
Do you handle contract-based statutory accounting?
Yes, we handle contract, temp-to-perm, and busy-season surge requirements. We agree on the terms for the engagement before any work begins.
How is this different from a standard accountant hire?
Standard accountants lack the specific regulatory expertise needed for NAIC and statutory reporting. This search specifically targets those with deep experience in insurance-specific financial accounting standards.
What is the fee for a Senior Statutory Accountant search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a Senior Statutory Accountant shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a Senior Statutory Accountant hire?
We ask every Senior Statutory Accountant candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What is your guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do?
We do not post your Senior Statutory Accountant job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Financial Managers, not a separate wage for Senior Statutory Accountant. This broader occupation does not distinguish seniority, work arrangement or language requirements.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide